THE TECHNACIOUS RECRUITER NEWSLETTER

December 3, 2009   view past issues

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A Recruiter’s Bucket List

You may have seen the movie. The Bucket List starred Jack Nicholson and Morgan Freeman as two aging men who meet in a hospital while each is dealing with the shock of learning they are terminally ill. They decide to devote their remaining time before they “kick the bucket” to experiencing a list of dreams-some modest, some not-that they had never found the time or the opportunity to realize while they were raising families and earning a living.

The movie is a poignant treatise on friendship in unlikely places, and perhaps more importantly, a powerful lesson about how best to live our lives (and our careers). It offers an admittedly old truism, but one worth remembering: we should never put our dreams off because we don’t know how long we will have to see them come true.

With that thought in mind, I offer my bucket list for recruiters-the things we should strive to get to while we can. It’s an abbreviated list, so is not meant to identify everything that we might hope to accomplish in the course of our careers. In addition, some of the goals may be beyond our reach-at least without some outside cooperation-while others are much more susceptible to our own efforts. However, all of the goals-be they large or small-are worthy aspirations. By reaching for them, we improve our experience as recruiters.

How should you read the list? Simply insert the following phrase in front of each item: “At some point in my career-and the sooner, the better-I would like .to …”

1. Work for a CEO who gets it. We know they can say it-“Our employees are our most important asset” is the siren song of every CEO worth his or her salt in corporate America-what we seldom experience is one who does it. Indeed, the limit of what many executives seem willing to invest in their workforce (and the recruiting team that brings it in the door) is just that-verbal capital or what you and I call “hot air.” If they really believe they can’t get by without great talent, they will have to open their wallets in a much bigger way. And those that do are the organizations for which we should seek to work.

2. Work with hiring managers who get it. Too many of today’s managers think that it’s still 1952 and there’s an unlimited supply of top talent just salivating at the chance to work for them. They are too busy to write a decent requisition, get involved with sourcing candidates or learn how to prepare for and conduct an effective interview, but they always have enough time to wail about what they perceive to be inadequate recruiting support. If they want to see more high caliber applicants for their openings, however, they will have to get more involved in filling them. And those that do are the business partners to whom we should devote our best efforts.

3. Work with coworkers who get it. While recruiters are formally charged with acquiring talent for the organization, it is clearly in everybody’s best interest to ensure that their coworkers are as capable as possible. Especially in these days and times, there’s no better form of security than an organization brimming with high caliber workers. Which begs the question: why is it so difficult to get people involved in their organization’s employee referral program? If our coworkers want to get more satisfaction and security out of their work, they will have to work harder at searching out and selling top talent. And those who do are the employees we should celebrate and support.

4. Work with an applicant tracking system that gets it. Recruiters may be responsible for processing a lot of information, but that is by no means their most important accountability. In addition to acquiring top talent, they also have a fiduciary responsibility-they must ensure that they invest their employer’s money wisely. To do that, they need accurate data on the source of their applicants, and they rely on their ATS to get it. Unfortunately, however, the rudimentary technology offered by many ATS vendors is simply not up to the task. If these vendors want to help recruiters get smarter about where to spend their recruitment budget, they will have to upgrade their source identification capability. And those that do should be the vendors from which we buy our systems.

5. Work with applicants who get it. Unfortunately, a lot of applicants today think that the question we want them to answer is “What have they done?” And, of course, the insight for which we’re really looking is “What can they do?” For us? Right now and in the future? The fact that they’ve been in the workforce for twenty or thirty years doesn’t mean a thing if their skills and knowledge are that old, as well. If they want to get considered by us, therefore, they will have to bring themselves up-to-date. And those who do are the prospects we should pursue most aggressively.

The notion of a bucket list, I suppose, can be off-putting at first. It can seem … well, a bit pessimistic. On the other hand, if we see it as our horizon, as the future toward which we would like to journey, then it is as hopeful an outlook as one can have. It affirms our ability to better our condition, to reach for the richest and fullest experience we can have in the one-third of our lives that we spend at work.

Thanks for reading,

Peter

Visit my blog at Weddles.com/WorkStrong

P.S. Please tell your friends and colleagues about WEDDLE’s Newsletter. They’ll appreciate your thoughtfulness, and so will we.


Give the Gift of a Hopeful Future

These are tough times for everyone in the workplace. Husbands, wives, partners, sons, daughters, mothers, fathers.

It doesn’t matter whether you have two or thirty-two years of employment experience, today’s world of work is a risky, even threatening place. And it is also the place where you spend one-third or more of your day.

So what should you do? Give yourself and everyone else you care about the gift of a hopeful future. Give Work Strong: Your Personal Career Fitness System.

  • If you’re in transition, it will help you heal your career even as you hunt for a new job.
  • If you’re currently employed, it will help you strengthen and protect your career.
  • Click here to get a 34% discount on the book at Amazon.com!

    Or, if you’d like A FREE WORK STRONG WRISTBAND, order the book directly from WEDDLE’s by calling 203.964.1888 or clicking here.

    Don’t delay. Give the gift of a hopeful future. Get Work Strong right away!


    Our Featured Books

    Get WEDDLE’s recruiting bestsellers today.

    Hot off the presses, you can now order:

  • WEDDLE’s 2009/10 Guide to Employment Sites on the Internet. This widely acclaimed guide to the Web’s 100,000+ job boards and career portals has been completely updated so you can make smart buying decisions for your organization’s online recruitment advertising.

    This edition of the Guide, our 9th, introduces an entirely new format: The Top 100, our pick of the most effective job boards and career portals on the Web, and the Best & the Rest, a directory of over 10,000 sites organized by career field, industry and geographic focus. And at just $39.95, it’s a true recession buster, as well!

  • WEDDLE’s 2009/10 Guide to Association Web Sites. The best talent are often members of their local, state, regional or national professional associations. This one-of-a-kind Guide enables you to determine which of those associations have the recruiting resources you need to connect with their members.

    The Association Guide lists over 3,000 associations by the career field, industry or location in which they specialize and indicates whether they have a job database, a resume database and/or a discussion area for professional networking. It is the only book of its kind in print and at just $49.95, it’s practically a steal.

  • How can you get these amazing resources? Click here to reach our online bookstore or call 203.964.1888 to order your copies of these truly unique recruiting guides.

    And don’t wait. Even if you’re not hiring at the moment, these books can be helpful to you. Their site profiles will enable you to pinpoint the best places online for recruiting, once the economy starts growing again. And if that takes longer to happen than you would like, these books also include useful information for a job search. So, don’t delay; get your WEDDLE’s Guides today!

    Even Super Search Strings Won’t Work With the Wrong Keywords

    How can you tell search engines and computers what kind of candidate you’re looking for? Use Finding Needles in a Haystack. Just released by WEDDLE’s, this 3-volume set is the first comprehensive listing of keywords for successfully searching resume databases online and off. You can select individual volumes or get the entire set.

    Volume I

    Engineering

    Executive & Management

    Finance & Economics

    Healthcare

    Human Resources

    Sales & Marketing

    Technology

    Volume II

    Banking

    Broadcasting & Media

    Construction

    Dentistry

    Food & Beverage

    Hospitality

    Insurance

    Investment Finance

    Law

    Pharmacy

    Psychology & Counseling

    Real Estate

    Retail

    Science

    Social Work & Services

    Volume III

    Accounting & Bookkeeping

    Administration

    Advertising & Communications

    Architecture

    Art & Design

    Customer Service

    Equipment Installation & Maintenance

    Hazardous Materials

    Manufacturing

    Public Relations

    Purchasing

    Security

    Translation

    Logistics

    Writing, Journalism & Editing

    The set provides over 25,000 keywords and keyword phrases, across 5400 job and position titles in 28 industries and professions. You can order each book for $49.95 or the 3-volume set for just $139.95. As, sourcing guru Shally Steckerl put it, these books are “a rare and uniquely useful reference guide for recruiters!”

    To order your copy, please click here or call WEDDLE’s at 203.964.1888.


    Our Featured Employment Web Site

    Site Spotlite … from the pages of WEDDLE’s 2009/10 Guide to Employment Sites on the Internet.

    There are 50,000 job boards now in operation in North America and an equal number operating elsewhere around the world. The key to recruiting top talent online, therefore, is knowing where to find and how to select the best sites for each of your requirements. WEDDLE’s 2009/10 Guide profiles The Top 100 employment sites on the Web today and provides The Best & the Rest, a listing of over 10,000 such sites worldwide. It’s all of the information you need to determine which job boards will deliver the optimum yield for you. For example:

    CollegeRecruiter.com

    http://www.collegerecruiter.com

    Post full time jobs: Yes

    Post part time, contract or consulting jobs: Yes-All

    Distribution of jobs: National-USA

    Fee to post a job: $151-200/posting

    Posting period: 50 days

    Can posting be linked to your site: Yes

    Resume database: No

    Number of resumes: N/A

    Source of resumes: N/A

    Top occupations among visitors: Engineering, Sales & Marketing, Internships

    Other services for employers: Discussion forum for networking, Assessment instruments, Banner advertising, Status Reports: postings

    Member, International Association of Employment Web Sites: Yes


    Give the Gift of a Hopeful Future

    These are tough times for everyone in the workplace. Husbands, wives, partners, sons, daughters, mothers, fathers.

    It doesn’t matter whether you have two or thirty-two years of employment experience, today’s world of work is a risky, even threatening place. And it is also the place where you spend one-third or more of your day.

    So what should you do? Give yourself and everyone else you care about the gift of a hopeful future. Give Work Strong: Your Personal Career Fitness System.

  • If you’re in transition, it will help you heal your career even as you hunt for a new job.
  • If you’re currently employed, it will help you strengthen and protect your career.
  • Click here to get a 34% discount on the book at Amazon.com!

    Or, if you’d like A FREE WORK STRONG WRISTBAND, order the book directly from WEDDLE’s by calling 203.964.1888 or clicking here.

    Don’t delay. Give the gift of a hopeful future. Get Work Strong right away!